I/O Psychology unit Flashcards
(26 cards)
What qualifies as an organisation?
Any group of people working toward a common goal qualifies as an organization.
Explain, what is Social Identity?
An organization reunites three keys things, one of them is social identity. Essentially it is when the profession shapes their self-concept.
Explain, what is Coordination?
An organization reunites three keys things, one of them is coordination. It is several roles in a group working together in harmony to achieve a goal. It depends on clear roles (everyone knows what their doing), hiearchy (Someone needs to oversee the big picture), and rules (so there is a replicable structure).
Explain, what is Goal Orientation?
An organization reunites three keys things, one of them is goal orientation. Organisations exist to accomplish something. They are goal-driven systems.
From a sociological and psychological standpoint, what is an organisation defined as?
Organizations can be understood as purpose-driven social groups that are internally structured and provide a framework for social interaction, offering individuals a sense of identity, purpose, and structure in their daily life
What is industrial psychology?
A field that tried to optimize work by understanding individuals behaviour. Early psychologists began desgining tests, measurements, and procedures to select the best uited individuals for specific roles. They thought that through psychological measurements they could place workers in the correct role (this was highly individual).
What is organizational psychology?
a field that looked at work as more than a task, more like a relationship. They focued on quality of relationships between employees; the impact of leadership styles; the influence of workplace culture; the motivations that made people show up.
What is Industiral/Organizational Psychology?
I/O psychology is the combination of industiral and organizational. It is recognized now as Division 14 Society for Industrial and Organizational Psychology (SIOP).
What are the subfields of I/O Psychology, explain each of them?
- Personnel Psychology (recruitment, job analysis, performance reviews, succession planning, and talent management);
- Organizational Behaviour OB (Concerned with social influences, focusing on how individuals and groups within organizations behave {micro-org. for individual; macro-org. for orgazation-wide phenomena});
- Ergonomics (designing systems around people; optimizing the work environment to align with human skills; minimizing fatigue and stress; enhancing productivity);
- Vocational Psychology and Career Counselling (addresses lifelong journey of career development, heloing individuals discover thier interests, values, and aptitudes and managing career transitions);
- Industrial Relations (Focuses on labour law and employment legislation, relevant in contexts of labour disputes, strikes, or collective bargining)
How is it to conduct experimental research in I/O Psychology?
The basic idea is that you manipulate a variable than you collect its results, you control everything else and to make sure that the effect is coming from the change in the IV. However because workplaces do no operate like labs, these studies often do not reflect the complexity of group dynamics. To overcome this they employ the experiment in a naturalistic environment.
How is it to conduct research using a survey method in I/O Psychology?
This method is the most common research method in I/O Psy. They tap int othe subjective side of work: like thoughts, emotions, and quiet invisible tensions. Used for job satisfaction, engaement, commitment, and team climate. They have their limits: often ppl give the answer they think they should.
How is it to conduct research using qualitative method in I/O Psychology?
To encompasses observation, case studies (interviews, observations, internal documents, meeting transcripts), and archival research (extension of the previous, working with data that already exists). Not looking to control but for observation.
What does participant observation mean in I/O research?
When the researcher becomes part of the group (experiencing from the inside). Npn-participant observation is when they stay outside of the action–this approach take patience as there can be reactivity from the participants.
What is Organizational Identification (OID)?
It is the psychological process in which an individual internallizes the values, mission, and image of their organization. It goes beyond satisfaction (which is about liking the jon), commitment (about staying in the job), and engagement (about investing energy in every task).
How does OID connect to Social Identity Theory?
Just like we can be proud to be part of our country, we can also identify with your organization. OID is also fuelled by what we call positive distinctiveness, the sense that my group is not just different, it is better in some meaningful way. Its different and more complex when an org. has multiple departments, project teams, and even geographical hubs.
In terms of OID what is dual identification?
People often identify with bother their team and their organization, and switch between those identify with both their team and their organization, and switch between those identities depending on the context. dual identities do not compete, they reinforce eachother.
What is Organizational Commitment?
Refers ro the extent to which employees feel emotionally and cognitively connected to their organization. Commitment in this sense, is a glue that binds individuals to their workplace. This could explain why some people stay for years despite external temptations.
What is organizational citizenship behavious (OCBs)
One of the clearest manifestations of commitment, the voluntary, unofficial behaviours that keep the organization running smoothly. One big example is volunteering, people do not volunteer for something they do not care about.
What is Becker’s side-bet theory?
Becker proposed that commitment is a consequence of accumulated investments that make leaving costly.
Such side-bets are not part of the main job, but secondary things like years of experiance, a cultivated reputation, a pension plan, or internal relationships that would vanish if an individual moves.
Leaving would mean you loose all your side-bets. Limitation: is that commitment, in this case, can feel like entrapment.
What is the Three-Component Model of Organizational Commitment?
This model explores what people consider to evaluate the cost of leaving.
* affective commitment: It reflects a strong emotional attachment to the organization; takes the to org. success as their own and often feel energized simply by being part of the team.
* Continuance Commitment: It reflects rational decision-making, far more calculative and pragmatic. But it carries a colder, more transactional tone, and rarely ignites passion.
* Normative Commitment: This marks the sense of moral obligation to remain with the org. Ppl tha tshow this type of commitment have been supported by the organization in some meaningful way, feeling that they owe them smt.
How does communication happen in an organization?
It happens through a process called encoding. It starts with the sender who must first translate their internal experiance into a form that someone else can receive.
Once encoding happens, the idea becomes a message. The way you say it carries more weight than the meaning (this is why psychologists give more importance to paraverbal and non-verbal communication).
Now there needs to be a channel, its differs based on the importance and formality of the message.
When the message arrives it needs to be decoded (this process is influenced by the receiver’s mood).
After this, the message is transformed through feedback. Like a got it or smt.
What must every process of communication end with?
Noise: the invisible interference that distorts the message. It can be physical, psychological, semantic, and organizational.
What are the different ways we can communicate?
Face-to-face, telephone, meetings, email.
What is the effect of speaking face-to-face and speaking on the telephone, and in meetings?
face-to-face is more genuine and honest, its harder to mistrust or misunderstand, it is also unavoidable; makes status visual. Telephone creates immediacy just as much, it is usedul in field work, however when you cannot see someone you lose half the message, which is headache for acountability. Meetings beauty of a meeting is that people can think together, building on each other’s points, some voices have more wait to them like the bosses which is called anchoring bias.
